What Effective Performance Management Truly Looks Like in 2020

Employee performance management is a critical aspect of company performance. Especially during a times of economic uncertainty, communicating closely with your employees is priority to weathering the storm. Right now, many companies are administering mid-year reviews. The last few months have been a unique challenge, and performance reviews may pose a challenge as well since none of us have ever experienced pivoting talent expectations at the outbreak of a global pandemic. But the benefit of a good performance management process, is that it amenable to changing needs.

The shift to remote work poses an even greater need for collaboration and information sharing across teams. Without the proper protocols and technology in place, teams can often find themselves disconnected and disengaged from their organization. In fact, two-thirds of remote workers do not feel engaged and experience little to no facetime with their teammates. Here are a few strategies to prevent teams from working in silos and increase engagement and collaboration while working remotely.

Before the outbreak of COVID-19, employees’ basic needs were simple to understand and universally true. Now that we’re in the throws of a pandemic, those needs have changed drastically, and they may differ from business to business and may change in relatively short time spans based on external factors across different regions. The new hierarchy of employee needs is a dynamic one, whereas before most employees gradually worked they’re way in an upward linear path, the path today may go up and down as circumstances change.